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Theory and Literature
As a major source of information about company’s recruitment system I have used the official websites www.tesco-careers.com and http://www.tescoplc.com.
More than twenty literary sources were used for theoretical background of this paper.
Analysis and Discussion
General overview of the staff issues in Tesco
Tesco is one of the most influential employers in the UK and it’s a big international employer as well. For instance, currently the company employs thousands of people on all of the markets where it operates.
There is no surprise that in order for the retailer to operate on such global scale it requires qualified human resources for store-based and non-store positions.
For instance, job opportunities in Tesco stores include customer assistants (who directly assist customers or prepare orders for delivery to customers who have ordered online), department managers (who manage a team of assistants), warehouse workers (who help catalogue and store various goods), checkout staff, supervisors, cooking specialists like bakers, and others.
Non-store positions include stock and logistic personnel (who plan and carry out the distribution of products to stores)
As for the head offices, they provide an efficient infrastructure. A work of the whole company will not be efficient without qualified managing team in the head office. Among the specializations that are available in the head office I can name the following: finance, purchasing, , marketing, human resources, legal services, and information technology.
There is no doubt that general success depends on how effectively the employees cooperate and work together in order to achieve Tesco business objectives.
The major goal of Tesco recruiting policy is to employ the appropriate number of people in the right positions at the right moment.
The goal of recruiting policy may be achieved through the well-managed process for of personnel selection; the efforts of recruiting specialists should concentrate on attracting applicants for all opened positions.
Major principles of human resource management in Tesco
Tesco officially claims a number of principles and values of the company relating to its human resources policy.
These values were first accepted by the company in 1997 and they were updated and re-launched across the company recently in 2009.
The values reflect company’s views on employees and clients, they are designed to let the staff know what kind of business they are working for and to let the clients know what they can expect from Tesco.
Trust and respect are inevitable part of Tesco culture, and these characteristics help to build comfort work environment.
Diversity is another crucial feature of Tesco human resource police. People are different and diverse; the company recognizes that diversity is important and it works on attracting personnel from all social, cultural and ethnic backgrounds.
What is important according to Tesco? The important thing is the contribution, company value it despite age, sex, disability, sexual orientation, race, colour, religion or ethnic origin.
Another interesting and rather unusual aspect of the company’s policy is working beyond retirement. A big share of staff is actually over the official retirement age. Again, the contribution, attitude and ability are crucial factors for decision making in this organization that what will pleasantly surprise a person from outside the company.
I would like also to draw you attention to the diversity program. There is a constant monitoring process that takes place every six weeks which compares the composition of workforce and the population of the country. As client-oriented company, Tesco ensures that staff will represent the local community to meet the needs of populations and win their sympathies.
Another issue that demonstrates how respectful Tesco principles are to the differences of the staff and clients is the development of religious toolkit. It ensures that people from all backgrounds are understood and supported.
Company also pays a lot of its attention to the recruitment of disabled people. (“About Tesco” )